量化考核成績 的英文怎麼說

中文拼音 [liánghuàkǎohéchéngjī]
量化考核成績 英文
ipq
  • 量 : 量動1. （度量） measure 2. （估量） estimate; size up
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 核 : 核構詞成分。
  • 成 : Ⅰ動詞1 （完成; 成功） accomplish; succeed 2 （成為; 變為） become; turn into 3 （成全） help comp...
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 量化 : quantization量化器 quantizer; digitizer; 量化失真 quantizing distortion; 量化條件 quantum conditi...
  • 考核 : examine; check; appraise; assess （sb. 's proficiency）
  1. That the system twist hempen thread draw up the quantification in the design follows the example of checing the target is followd the example of checing that by the twist hempen thread being living ; the faggot payment setup design stressly is puting into practice faggot some system pay, and has been underway the regulation to original pay composition. it is main through the base that the faggot spot manufactures the pay setup, quality, four bibliographic categories branch faggot some component such as post and twist hempen thread effect and so on

    在績效考核制度設計中制定了量化的績效考核指標；薪酬體系的設計重點是實行薪點制工資，對原有工資結構進行了調整，薪點制工資體系主要由基礎、素質、崗位和績效等四部分薪點組成，其中「績效薪點」是本設計方案的核心內容。
  2. With respect to the present problems of the paotcs and by learning from the appraisal expertise abroad, as well as the successful experiences of performance appraisal of employees in private sector, this dissertation sets up the principle, major criteria, devising methods of paotcs at the current stage in our country, and it also further details and quantifies the five conventional indicators : morality, capability, diligence, achievement, integrity. it explores the quantification methods of those five quality indicators and how to design the appropriate cycle length of appraisal

    針對公務員考核指標及周期中的問題，借鑒國外公務員考核的成果和私營部門員工績效考核的成功經驗，提出在現階段我國公務員考核指標的設計要求和原則、主要指標和設計方法，進一步細化和設法量化傳統的德、能、勤、績、廉五個指標，為便於研究，將公務員考核指標分為素質考核指標和業績考核指標，研究了指標量化的方法，並研究了怎樣確定合理的公務員考核周期。
  3. Thirdly, applying ahp it identifies appraisal indicators weight. eventually selects the latest evaluation methods such as fuzzy ahp, 360 degree appraisal and so on, it examines the performance of civil servants of xigu branch, resolves the main problems such as appraisal indicators unclear, appraisal personnel single, appraisal accuracy and stability poor, and proposes the measures to carry out performance appraisal. the researching outcome of this thesis improves performance appraisal of civil servant more effective and normal

    最後，綜合運用模糊層次綜合評價法、 360度考核法、量表評價法、強迫分佈法等前沿考核評價方法對西固分局公務員績效進行考核，解決了績效考核指標模糊、考核主體單一，考核方法簡單，考核的效度和信度不高等核心問題，並提出了實施績效考核的保障措施。本文的研究成果對促進公務員績效考核的科學化、規范化具有一定的借鑒意義。
  4. In this paper, based on my understanding to theories of performance appraisal and motivation, shenlu medicine corporation was set as the research object, and questionnaire was used and analyzed by analytic hierarchy process ( ahp ) and fuzzy mathematical method to investigate the overall appraise of the personnel towards status quo of performance appraisal in shenlu. on the basis of above investigation, the performance appraisal project of shenlu medicine corporation was re - designed aiming at different demands of superior manager, common manager, technical persons, salesman and workers, in which quantitative indexes were specially emphasized. in the end, the operating points in project practicing were clarified through the cost - income theory

    本文首先闡明了對績效考核、激勵等基本理論的理解，以神鹿公司績效考核體系為研究對象，通過問卷調查的方式對其現狀進行調查，並採用層次分析法和模糊數學模型對調查問卷進行分析，得出員工對目前考核現狀的總體評價；然後採用量化指標，根據管理人員、一般行政人員、銷售人員和生產人員的不同需求，重新設計了神鹿公司人員績效考核方案，最後由成本?收益模型，闡明了方案實施中的要點。
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